What to look for in a Pittsburgh caregiver: 7 things to check before saying yes

Most parents we meet have been here: you've found a caregiver who looks great on paper, the first conversation went well, and now you're trying to decide whether to introduce them to your kids. The leap from "she seems lovely" to "I'd leave my newborn with her" is bigger than it sounds, and there's no formula that takes the doubt away entirely.

What we can do is help you ask the right questions. After eight years of matching caregivers with families across Greater Pittsburgh, we've narrowed down what actually matters into seven checks. Some are non-negotiable. Others depend on what your family needs. None of them is meant to scare you — they're meant to give you a steady frame for a decision that can otherwise feel very emotional.

1. Background checks (the floor, not the ceiling)

This is where most families start, and rightly so. A proper background check should cover three things at minimum: a multi-state criminal records search, the sex offender registry (federal and state), and a motor vehicle record if the caregiver will ever drive your kids. In Pennsylvania, you can also request a PA Child Abuse History Clearance, which is required for anyone working in licensed childcare and a reasonable request for in-home work too.

What we'd add: a background check tells you what hasn't happened. It can't tell you who someone is. Treat it as a floor, not a recommendation.

2. References (call at least two)

Written references are nice. Phone references are better. When you call a previous family, you'll hear things that no email can convey: how they hesitate, what they emphasize, what they don't say. Three questions worth asking every time:

• "Would you hire her again?" The pause before the answer matters more than the answer itself.
• "What did she handle well that surprised you?" This reveals strengths the caregiver might not put on a resume.
• "What's one thing you'd want me to know going in?" Gives the previous family a graceful way to share concerns.

If a caregiver can only provide one reference, or if the references all sound suspiciously similar, slow down.

3. CPR and basic first aid (current, not "I took it once")

For anyone working with children under five, infant and child CPR certification is essential. The standard is the American Heart Association or American Red Cross course, renewed every two years. Don't accept "I'm sure I remember how" — skills genuinely fade, and certifications are cheap to renew.

For older kids, basic first aid is enough. For newborns or kids with medical needs, you may want to go further and ask about pediatric-specific training.

4. Experience that matches your situation

Five years caring for school-age kids does not automatically translate to handling a colicky newborn. Match experience to your specific need:

• Newborn (0-3 months): look for postpartum doula training, lactation support familiarity, or significant infant experience
• Infant (3-12 months): sleep routine knowledge, baby-led weaning if relevant, infant CPR currency
• Toddler (1-3 years): behavior strategies, comfort with tantrums, age-appropriate play
• School-age (4+ years): homework help, schedule management, activity coordination

A great toddler caregiver might be wonderful, but if you need someone for a four-week-old, that's a different skill set. Be specific.

5. The trial period (don't skip it)

Even a great-on-paper match needs a trial. We strongly recommend two or three paid trial sessions before any longer-term commitment, ideally with you nearby for the first one. This isn't about distrust — it's about giving everyone (your kids included) a chance to find their rhythm in a low-stakes setting.

The best caregiver relationships we've seen all started with a trial that felt slightly awkward. The ones that ended badly often started with "we hit it off immediately, I didn't see the need."

If a caregiver pushes back on a trial period, or asks for full payment upfront before any work, treat that as data.

6. The fit conversation

Most caregivers can do the job. The question is whether they fit your family. A few questions that surface fit faster than a resume:

1. "Walk me through a typical day with kids the age of mine."
2. "What's your approach when a child won't stop crying?"
3. "Tell me about a hard moment with a previous family and how it resolved."
4. "What screen time policy did you follow at your last position?"
5. "How do you handle it when a parent wants something done differently than you would?"

You're not looking for perfect answers. You're looking for someone who has thought about these things, can describe their reasoning, and shows the kind of judgment you'd want around your kids.

7. Logistics that often get forgotten

Once you're past the trial, the relationship sustains or fails on small operational details. Before you commit, agree on:

• Payment method and schedule (weekly is standard, written agreement strongly recommended)
• Cancellation policy on both sides — what happens when you cancel last minute? When they do?
• Sick days and PTO if it's a regular arrangement
• Backup plan when the caregiver isn't available
• Mileage reimbursement if they'll drive your kids in their car
• Tax treatment — household employment tax rules apply for nannies working 20+ hours/week

Most family-caregiver relationships that fall apart at month three do so over one of these, not over the actual childcare. Get it in writing.

One last thing

None of these checks will eliminate the uncertainty of trusting your family to someone new. What they do is shift the basis of your trust from "she seems nice" to "I've done the work, I have evidence, and I'll keep paying attention." That's all anyone can really do.

If you'd like help finding a caregiver who's already been through every one of these checks, that's what we do. Have a look at how it works, or just tell us about your family and we'll go from there.